組織学習と非制度的教育研修

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概要

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• Learning has two aspects. One is passive learning that regards memorizing knowledge as important. The other is active learning that contributes to creating new knowledge. Needless to say we need the latter learning much more today. Then we can present such a question as what kind of contribution in-company education does make. This question has not been treated appropriately so far. Most of the corporations in the U. S. that are thought of as being excellent about the ability to learn actively have attempted to restructure formal in-company education recently. Some of those corporations, for example, established so-called corporate universities. They try to bring up "learning human resources" through the restructuring. When we look back to former discussion about the organizational learning, we realize that knowledge which is related to informal "ba" (platform) or knowledge which is embedded in the "situation". I call such formal educational restructuring "Model 1". Voluntary free schools in the organization or action learning would represent essential part of Model 1. But we had better realize that official in-company education was the product of corporation organization "modernization". We are in the time of transition from "Modern" to "Post-Modern". This phenomenon is not an exception in the management field as well. So if we demolished the prejudice of modernism, then we could think that formal and official education may not be needed. In fact there are corporations that denies official in-company education and have performed well through active organizational learning. I call those corporations "Model 2". This model would be surprising or would sound absurd for the people who have long been active in the educational field. I will explain Model 2 theoretically with using concrete cases especially for those people to rethink fundamentally the given concept on in-company education.

• 日本経営学会の論文
• 2003-03-10

著者

• 工藤 剛治

  千葉商科大学 商経学部

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